Sexual harassment is a common social issue across many societies of the world. It is a form of sexual harassment. By legal definition, sexual harassment refers to unwelcome visual or physical behavior of sexual nature i.e. pervasive conduct that may affect working condition of a particular sex. It is unwelcomed sexual behavior whereby an individual requests for sexual favors either explicitly or implicitly. The sexual conduct is commonly noticeable in the working environment. Women in the workplace face backlash as they attempt to take roles perceived to be performed only by men. Sexual harassment is against the law in all sovereign countries of the world (Schneiderman, 2). Globally, sexual harassment has been determined to be the most intimidating form of violence. Laws and policies have been designed purposely to protect individuals from sexual harassment. However, many countries have failed to take note of the negative impact of sexual harassment on women. Despite numerous efforts to establish sexual harassment policies, the problem still remain unresolved. This is due to the fact that most of the sexual harassment laws and policies do not favor women (Schneiderman, 2).
Limitations of Sexual Harassment Policies and how it can be designed to favor women
The efforts of women to address their plights in regard to sexual harassment have gone unnoticed even in the present of sexual harassment policies. Note mentioning, there are important elements of proper sexual harassment policies that ought to be observed by the executors. In a working environment, the president or human resource managers have the responsibility of setting forth firm sexual policies. They are expected to identify themselves as the persons with ultimate responsibility for preventing sexual harassment at the work place. However, this has not been the case. In most organizations, men hold the top positions hence are the one expected to execute various policies and laws. Top management in most organizations has been identified to violate the sexual harassment policies; a situation has far reaching negative effect on majority of women. The junior employees cannot raise this issue for fear of losing their jobs. Therefore, the incumbents are not held accountable for their sexual conduct. In order to safeguard women against this social problem, the national government should establish agents outside organizations whose mandate would be foreseeing sexual harassment by the top management.
According to Equal Rights Advocates, the definition of sexual harassment in sexual harassment policy is not broad hence rendering it ineffective and inappropriate. The policy is expected to ban all kinds of conduct which has the purpose of unreasonably interfering with the performance of individuals in the working environment. In most societies and countries, sexual harassment policies are passed by men. As such, the views, opinions and suggestions of women in respect to the social issue are not taken into account. The definition of physical, visual or verbal conduct of sexual nature becomes narrow. Therefore, men can commit mistakes which may constitute sexual harassment but are not within the sexual policy, and this leads to sexual oppression of women. In advocating for the sexual policy which covers the rights and interests of all, the policy makers should set forth a broad definition of the term “sexual harassment.” The definition should be all-inclusive (Boland 34).
Sexual harassment policy does not include non-retaliation effects. In most cases, managers in organizations tend to retaliate in the event that they are brought to limelight because of their conduct that is sexual in nature. Notably, sexual harassment policy does not define legal procedures against individuals who retaliate after being brought to books or justice. Since men constitute the largest proportion of top managers, women become victims of the limitations of the policy. The policy should have laws which protect complainants from any retaliation (Boland 34).
Sexual harassment policy has been established in an attempt to address the sexual rights of both men and women particularly in the workplace. However, the policy does not favor women due to various limitations. In order to address women’s concerns, the policies should be revisited and reviewed.